Video interviews have become an important part of higher education recruitment strategies for schools as big as Brigham Young University (30k enrollment) and for medium to smaller sized universities like Colorado Christian University (6k enrollment). Why you ask? We’ve laid it out here:
How Video Interviews Advance Higher Education Recruitment
In video interviews, candidates come to life. They are more than just a name on a resume- they become a person with passion, personality and insight. Video interviews give higher education recruitment teams information on candidates’ cultural fit and potential at the onset of the interviewing process so that recruiters are only moving forward with quality candidates who are right for their university.
In addition to identifying cultural fit, digital interviews help higher education recruitment teams increase their quality of hire by enabling them to tap into talent pools outside of their geographical location. RIVS helps universities like Brigham Young University access candidates all over the country and even world. BYU particularly uses RIVS to recruit education professionals who facilitate online lectures. Video interviews help BYU access the basic technological skills candidates use to complete a video interview that they will need to facilitate an online classroom.
Reduce Time to Hire
Central Consolidated Schools first implemented video interviews when they experienced a major turnover of nearly 100 education professionals, 40% of whom were teachers. With the school year quickly approaching, the district principals knew that their average 30-day process to fill a position was not going to be quick enough to hire and adequately train new teachers.
Within the first 5 months of using RIVS, CCSD used one-way video interviews to hire 23 top quality teachers and reduced their time to fill a position from 30 days to 13 days. The amount of information gleaned from digital interviews reduced the average time hiring managers spent reviewing applications from 5 hours per candidate to 2 hours per candidate After identifying top applicants, CCSD hiring managers could send candidate responses to other district members for a collaborative reviewing process and push top candidates through the hiring process faster.
Improve Candidate Experience
Reputation is everything among universities and if your hiring process is outdated, frustrating, incontinent and unfriendly, you could turn off potentially great candidates. A positive experience however, could attract additional talent because 82% of candidates will share a positive experience with their personal network.
- Immediately engage candidates by speeding up the interviewing process and improving communication channels.
- Help working district candidates interview outside of normal school hours.
- Enable candidates to record video interviews from the comfort of their home.
Higher education recruitment teams can also add personal touches like branding and welcome/goodbye messages so that candidates don’t feel as though they are submitting their application to a black hole.
Reduce Costs Associated with Turnover
Hiring mistakes not only affect the moral of faculty and support staff members, but also have financial implications that weaken your university. One bad hire can cost 2.5x the employee’s salary after recruiting, replacement and on-boarding expenses.
Video interviews help higher education recruitment teams avoid the cost of a bad hire because since they help recruiters hire better quality candidates with the right cultural fit, the candidates therefore have a higher chance of working out long term.
In conclusion, video interviews help higher education recruitment teams solve interviewing problems and create a more efficient hiring process that results in the best quality hires for your district. If you would like to learn more about how video interviews can impact your district, schedule a free demonstration!